Amazon India interview questions
Amazon's interview is built around its Leadership Principles as much as around code — every round, technical or not, includes at least one behavioural question scored against them, answered in the STAR format. Candidates who prepare only for DSA and skip LP prep consistently lose rounds they were technically strong enough to pass.
Roles covered: SDE-1, SDE-2 and other tech roles, hired through campus and lateral pipelines. We are not affiliated with Amazon and this is not an official question bank. It describes what candidates consistently report, reviewed for the 2025–26 hiring cycle. Confirm the current process on the company’s own careers page before you apply.
Online assessment
Two coding problems plus a work-simulation or logical-reasoning section, timed
DSA correctness and complexity, and a values-style situational-judgement section.
Technical interviews (two rounds)
One-on-one, DSA-focused
Live coding, plus at least one Leadership Principle question worked into the same round.
Bar raiser
One-on-one, run by an interviewer from outside the hiring team
Almost entirely behavioural, checking for consistency with everything you said in earlier rounds.
Hiring manager / HR
One-on-one
Role fit, and a final set of Leadership Principle questions.
Reverse a linked list, iteratively and recursively.
Both versions, their complexity, and a note that the constant-space iterative version is usually what the interviewer wants first.
Given a stream of numbers, find the median at any point.
The two-heap approach, its complexity per insertion, and why keeping one sorted structure is worse.
Design a system to detect duplicate transactions.
Idempotency keys, where you'd dedupe — on the write path versus a downstream job — and the tradeoff between a hash-based check and a database uniqueness constraint.
Tell me about a time you disagreed with your manager and had to commit anyway.
Disagree and Commit: a real disagreement, how you raised it, and how you executed once the decision was made.
Tell me about a time you went beyond what was asked of you.
Ownership and Bias for Action: a specific outcome, not a general description of effort.
Tell me about a time you made a mistake that affected others.
Earn Trust: own the mistake plainly, and spend most of the answer on the fix and what changed afterwards.
- Prepare one real story per Leadership Principle before the interview, not one story stretched to cover all of them — interviewers notice the stretch.
- The bar raiser round exists specifically to catch inconsistency between rounds. Keep your stories factual rather than optimised differently for each interviewer.
Practise them, don’t only read them
Practise these against an AI interviewer that asks the follow-ups and scores your answer, including the HR questions on notice period and expected CTC. Or check your resume first with the free ATS score checker.
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